The person you interviewed isn't the person who shows up.
A candidate aces four video interviews. The references check out. Then a different human logs in on day one — or the same face, run live through a deepfake, never existed at all. Gartner projects that by 2028, one in four candidate profiles worldwide will be fake. Manav binds a single human signature to the interview, the offer, and the first login. If the human changes, the hire stops.
Proxy interviews and real-time deepfakes have made "we interviewed them" meaningless.
A proxy interview puts a stronger ringer on the call while the real hire feeds answers through an earpiece. A deepfake replaces the face and voice on the video call entirely. Both pass structured interviews, reference checks, and ID screenshots — and both produce a day-one employee who can't do the job, or who was never the person you assessed. Google and McKinsey have already reintroduced mandatory in-person rounds to fight it.
The interview and the job are two different rooms. Nothing connects the human across them.
Same hire, two worlds. Press a button.
Tuesday: the candidate you interviewed signs once on their own device. Monday: someone logs in to start the job. Run day-one both ways and watch what each world does.
What you're seeing: the interview produces a hardware-bound signature. On day one, Manav re-checks that the same human is present before any laptop or login is issued.
Bind the interview to a human signature. Require the same signature at offer and at first login.
// 1. At the start of the first interview, mint a binding const { manav_id } = await manav.bind({ context: "hiring/interview", req_id: candidate.requisitionId }); // candidate touches Touch ID / Face ID on their own device // 2. At offer-sign and again at day-one provisioning, re-verify const { same_human, trust_score } = await manav.verify({ manav_id, context: "hiring/onboarding" }); if (!same_human) return hold("identity_mismatch_block_provisioning"); if (trust_score < 70) return hold("liveness_or_device_anomaly"); return provision(employee, { anchored_to: manav_id });
The signature is produced by the candidate's own device passkey, with platform liveness — a real finger or face on real hardware, not a screenshot or a rendered video. A deepfake can fake a webcam; it cannot produce a hardware-bound assertion. And because the same signature must reappear at onboarding, a proxy swap is caught before the new hire ever touches your systems — not 15 days later.
The cost of one bad-faith hire reaching your systems.
A mis-hire that clears onboarding burns recruiter and manager time, ramp, severance, and re-hire — and, if the candidate was an impostor, incident response. Industry-standard fully-loaded cost of a failed knowledge-worker hire runs 30% of first-year salary, before any breach.
Where teams wire this in.
Interview-room binding
The candidate signs once at the first live round. Every later stage re-checks the same human. Greenhouse, Ashby, and HackerRank flows wrap a single call.
Day-one gate
Provisioning in Workday / Okta is held until the onboarding signature matches the interview signature. No match, no laptop, no SSO.
Pre-breach screen
17% of managers have already met a deepfake candidate. Binding identity at hire closes the front door the FBI keeps warning about.
Close the gap between the interview and the job.
→ See also: the sleeper on the payroll · bot job applications